The successof the company depends on domestic stability, which is greatly facilitated by
the staff responsible for the financial scope of its activities.
Chief accountant - the second person in the company, has the
right to sign all financial documents. With that employees supervisor
organization communicates times more likely than members of his family, because
to the candidate nominated by the chief accountant very high demands. But
sometimes scrupulous in selecting employees accounting or finance department
comes to the absurd. For example, in the compilations of employment ads are
such: "Chief Accountant. Work experience in a similar position - at least
five years in one place. No older than 32 years. A married woman with children
of school age. Without career ambitions. " As the deficit of qualified
personnel the company hopes to close this position remains a mystery. Or:
"We invite you to an accountant job. The main requirement - do not Oksana.
A small amount of seniority and the availability of a small child in the
family. " Another curious requirement: "The head of the enterprise, a
passionate skier, wants to see his accountant colleague of Sports."
By the way, related to the accounting person other foreign
companies. Ukrainian directors, in addition to the professionalism and
important "human soul", his way of life outside the office, while
their Western counterparts are looking for, above all, competent expert,
without giving too much importance to his marital status or hobby.
Apart from purely personal (sometimes even exotic)
requirements for the main, and sometimes ordinary accountant, the vast majority
of local leaders want to see a woman in this position. According to popular
belief, they are less ambitious than men, more perseverance, have a much
greater "margin of safety" and patience; they will arrange a post
that requires care and responsibility, without implying career.
How difficult human resource managers to find the right
person among the many applicants for this important for the stability of the
post! Let's try to understand the intricacies of selection of a specialist in
this position.
Search qualified accountant should be divided into three
stages.
Attracting candidates. Some managers prefer to attract
specialists to work on the recommendation of friends, while others want to
invite independent "man in the street." Given the specificity
requirements of first-person need to use all available channels: media, online,
recruitment agencies, the recommendation of friends, company employees.
Analysis of the CV and selection of the most suitable
candidates. Eychary we advise to pay special attention to the style of resume
and presentation of biographical material. Accountant has no right to be
careless or inaccurate competent laconic style of the document - proof of the
author of the required competencies.
Telephone calls (or e-mail correspondence) with the
applicants resume who meet the company's requirements. This is an important
step in the selection process: in conversation evaluated the ability of the
interlocutor to negotiate, learn interesting information (working hours,
salary, relationship with supervisor, etc...).
When the field of candidates is determined, they are invited
for an interview. After examining the record and recommendation, describing the
person as a specialist, "the host of the" need to obtain certain
guarantees human psychological stability, because the work of the accountant is
associated with frequent stressful situations. Does this man let you down in
difficult times? Will the source of quarrels and conflicts?
A brief conversation does not give complete and fair presentation
of any of professionalism nor personality of the applicant - especially if we
are talking about such a serious position as a bookkeeper. In addition, first
impressions can be deceptive. That is why it is so important even before the
interview stage to identify clear selection criteria.
In Western countries, popular tests - psychological and
professional. In Ukraine, as evidenced by the practice of recruiting agencies,
this selection method is used infrequently. According to experts, the results
of psychological testing staff by 20-70% depending on the choice of appropriate
techniques and skills of the interpreter. Therefore testing should be trusted
only to professionals (eg, employees of a specialized company). Tests that
determine the aptitude of the candidate may be used and internal recruiters;
material is chosen for the tests in accordance with specialization accounting
personnel.
Testing accountant should determine the level of competence
of such items:
"Accounting" (the level of knowledge
in the field of accounting and taxation);
"Mental
Calculation" (oral accuracy of calculations, mathematical abilities);
"Attention"
(the ability to concentrate, to mobilize attention, diligence);
"Rational
self-control" (the ability to purposeful control of their behavior);
"Good
faith" (responsibility, honesty, decency, conscientiousness).
Preference is given to those in employment to applicants who
have clearly expressed:
Responsibility and organization. Accountant has no right to
forget or lose the documents, he must follow the terms of reporting. By nature
it must be silent discreet man who has no inclination to disclose sensitive
information.
Mathematical ability. A person in this workplace constantly
have to deal with numbers, and an error in the bill is expensive - in the
literal sense of the word.
Attention and a good memory. Documents requires high
concentration of attention.
Accountant necessarily need to know:
legislation, regulations, directives, orders, guidelines,
methodological and normative materials on organization of accounting of assets,
liabilities and business operations; drawing up reports;
forms and methods of
accounting at the enterprise;
Plan and correspondence
accounts;
organization of
documents on the areas of accounting;
the procedure for
documenting and reflecting on the accounts of accounting transactions related
to the movement of fixed assets, inventory holdings and cash;
methods of economic
analysis of economic and financial activity of the enterprise;
rules of operation of
computer technology;
economy, work
organization and management;
market methods of
management;
labor legislation;
rules and regulations
of labor protection;
computer accounting
system.
Very well established mini-tests, consuming little time and
give concrete results, - a set of questions that reveal a person's attitude to
work, allow us to determine his intentions.
The interview is advantageously carried out as follows:
The introductory part. Offer a potential employee to tell
about myself. This will give an opportunity to understand what the person
considers it a priority to work, he will demonstrate his attitude to it, show
the ability to express their thoughts, to control emotions, to cause a person
on the dialogue.
Professionalism. Questions related to the professional
career, will evaluate the achievements of the candidate, his self-criticism,
the ability to compromise:
Ask the applicant to tell the completion of work in the
organizations mentioned in his resume. What was the reason for leaving each of
us?
Ask about the terms of reference of the candidate in their
place of work. This will help determine the depth of human knowledge in
professional matters, the desire to learn, to be aware of the changes (or,
conversely, will testify to the absence of such interest).
Give the opportunity to talk about independent professional
solutions. Case studies will help determine the level of competence of the
person.
Personal qualities. As already noted, to the accountant
identity employer imposes rather high requirements. In this position I need an
honest and responsible person, able to establish strong partnerships with the
head of the company.
To propose candidates to assess their strengths and
weaknesses. The first must meet the requirements for the workplace (math
skills, analytical thinking, attentiveness, responsibility, diligence, high
efficiency, resistance to stress, ability to keep secrets, and so sluzhebnyye.
D.). In order to convince the interlocutor in his integrity and objectivity of
the self-assessment, the applicant must substantiate its estimates, give
specific examples.
Were asked to describe the "ideal leader", with
which the candidate would like to work. So it is possible to identify possible
"problem areas" to assess whether this person will be able to work
together with the director of the company.
Detailed interview a potential employee about his hobbies,
interests (past and present), the interests of outside work. Firstly, it will
provide an opportunity to assess the degree of compatibility and the head
accountant; Secondly, you will get more detailed information about the person
who will be entrusted with the operation of the company finances. The
narrowness of outlook, "obsession" exclusively at work (as well as
the over-enthusiasm than ever, the nature of "player") increase the
risk faced with fraudulent actions on the part of the accountant.
Motivation to work. Range of issues, revealing the reasons
for a person interested in a vacancy in this particular company will outline
the expectations of the candidate, will enable HR managers to assess the
adaptation abilities. Ask the candidate:
Aspiration rank (1 -
receive interesting job; 2 - a career 3 - collective work in a good 4 - have
high salaries).
To talk about his
salary expectations (the rate and additional payments at the same place; the
expected salary at this location).
Describe the plans
for the next few years (a dream of life, career growth, professional nature
interests).
During the interview bidder interested in the most effective
presentation of himself as a professional, some things he can deliberately
hushed up. Meanwhile, the employer must be aware of the negative traits
accountant. In recent years, a proliferation of "stress interview".
Experts argue about their admissibility and ethics, nevertheless answers to
"inconvenient" questions to help diagnose emotional stability and the
human ability to control himself. Yet use of such "shocks" the
interview can only in exceptional cases, and then have to apologize, to explain
the causes of these issues. Otherwise the company risks create a negative
reputation, to push a qualified professional, which is in dire need.
During the interview, the candidate is also conducting
counter "testing" of the employer. Since the work of the accountant
is associated with a large financial liability, the applicant very balanced
approach to the employment issue. Here is a list of the main points of interest
to the profession of persons:
Place of location. Typically, an accountant - people are
conservative, do not love to waste time on a long journey to work. This is a
significant factor that HR managers should pay attention to selecting a resume.
The question of a person's readiness to go to work you need to ask at the stage
of telephone conversations.
The location of the tax inspection and correspondent bank
cooperates with the company. The convenience and speed of access to these
facilities greatly facilitate the work, because there are times when you need
to perform the operation as soon as possible or at a certain time. If the bank
is far from the office of the company, management must be sure to provide the
accountant car.
Coincidence statements and the actual state of financial
affairs. Issues related to the real state of affairs, for accounting purposes
in the first place. The manager must inform the future specialist with the
peculiarities of doing business.
Accounting
software used in the organization. Most accountants work with the program 1C:
Enterprise. On the positive side characterizes the company in the eyes of the
presence of the candidate programs "League" and "Sail".
The presence in the state of the programmer or system
administrator, who thoroughly knows the program 1C. Accountant must be sure
that in case of failure or the occurrence of specific tasks to the rescue comes
a qualified employee and resolve the problem in the shortest time. Programmer
outsourcer, which must be "vyzvanivat" and wait a long time - a
problem for the accountant.
Frequency and characteristics of audit in the company. Is
there an auditor - regular or external? What is the relationship with the
control authorities? The accountant should receive satisfactory answers to
these questions.
The correctness and regularity of accounting in the company.
If the account is running, and the employer wants to have a new man took
accounting in order, this must be immediately and openly. Getting a new place,
the chief accountant is interested to its super-restoration proper accounting
and reporting properly paid.
The number of legal entities included in the accounting
charge. The more, the higher the requirements for the chief accountant pay.
State accounting and allocation of responsibilities. To
carry large amounts of accounting, you must have the proper number of qualified
staff.
The specifics of the accountant is that one interviews to
determine the professionalism and suitability of the candidate to work in the
company is not enough. It is necessary, at least two stages of negotiations
with a pause of a few days to reflect on the proposals and requirements.
Of course, the interview allows only a rough estimate of
future employee accounts. Strengths and weaknesses of the candidate is fully
manifest in the work, so you should specify the size of probation and
conditional accreditation in the first months after his appointment.
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